Since 1987, MYgroup has partnered with organizations to increase the effectiveness and productivity of their workforces.
MYgroup Launches New App MYgroup
MYgroup Launches a new app, MYgroup, which is available for download at the Apple App store and Google Play store.
MYgroup Launches Pulse Survey
MYgroup has partnered with Waggl to launch a dynamic pulse survey that captures the authentic voice of employees to help organizations achieve trust, respect, and alignment. Try our new Pulse Survey.
MYgroup EAP Director Speaks on Resilience
MYgroup EAP Director Faith Drew, Ph.D., LMFT, CEAP is serving on the panel of experts at Resilience: Leading Through Uncertain Times on June 7, 2019.
MYgroup EAP Director Honored
MYgroup EAP Director Faith Drew, Ph.D., LMFT, CEAP was awarded the Marriage and Family Therapy Training Award at the North Carolina Association of Marriage and Family Therapists (NCAMFT) 2019 Annual Conference.
MYgroup Formal Referral Coordinator Receives NCEAPA Award
John Trombello, MHDL, LPC, CEAP, SAP received the North Carolina Employee Assistance Professional Association John Burke President's Achievement Award which recognizes significant contributions to the EAP field. John has worked in the EAP industry for 31 years, including 27 years at MYgroup.
MYgroup Sponsors Ambassador's Ball
MYgroup is a sponsor of the 10th Anniversary Ambassador's Ball benefiting the Allegro Foundation - a champion for children with with disabilities. The event on January 12, 2019 honors his Excellency, Daniel Mulhall, Ambassador of Ireland to the United States.
The Five Essential Leadership Questions:
Living with Passion, Leading through Trust
As a leader, you must understand the soul of your business, have a clear vision for the future of the enterprise, and be able to passionately describe how you plan to take the organization to that ideal place.
Making Work and Play One and the Same
If you hope to make work and play one and the same, you will be wise to pursue a deeper understanding of the most important relationships that determine success and happiness – in business and life.
Return on Investment
Do you know the ROI for your EAP? MYgroup has demonstrated its effectiveness in quantifiable business terms. We utilize the Workplace Outcomes Suite, an evidence-based tool endorsed by the Employee Assistance Professionals Association, to measure the effectiveness of our EAP.
Through pre- and post-surveys, we can determine the effects of our EAP on changing employee’s behavior related to absenteeism, presenteeism, work engagement, life satisfaction,
and workplace distress.
Survey Question: Please total the number of hours your personal concern caused you to miss work.
I dread going to work.
Survey Question: My personal problems kept me from concentrating on my work.
We also use proprietary tools to measure
satisfaction with the EAP and the effectiveness
of our formal management referral process.
Survey Question: I am very satisfied with the EAP.
Survey Question: I am often eager to get to the work site to start my day.
Survey Question: Is the person still employed by your organization?
Survey Question: So far, my life seems to be going very well.
Employee Assistance Programs vary greatly by provider, and the most notable features of an EAP are often lost when embedded in another service. The perceived cost savings associated with these programs are negated if the lack of services results in an increase in long-term costs such as productivity, engagement, and retention, not to mention, the
impact on healthcare, absenteeism, and liability.
Remember, EAPs are designed to serve as both an employee resource and a management tool. If an EAP does not include resources for HR and managers such as account management, management consultation, formal management referrals, and critical incident response, an organization is only receiving a fraction of the benefit.
To ensure you are receiving the key features of a full-service EAP, use the following checklist:
24/7 Clinical Support:
An EAP should provide access to clinicians 24/7 through a toll-free 1-800 number. Clinical issues should not be serviced after hours by customer service reps who lack the clinical training needed to help individuals when they are in crisis.
EAPs offer telephonic and
video counseling out of convenience, but the option of confidential face-to-face counseling is ideal especially when dealing with substance abuse, child and family issues, marital problems, etc.
Licensed, Experienced Clinicians:
An EAP should have Licensed, Master’s-level clinicians in their network. Confirm experience levels, as many EAPs have reduced the number of years of post-graduate experience or use provisionally licensed clinicians.
An EAP should offer unlimited management consultations to HR and management to support them when dealing with problematic workplace issues.
Formal Management Referrals:
Performance issues in the workplace can be addressed through formal management referrals which often result in improved performance and job retention.
Critical Incident Response:
EAPs provide critical incident response in the event of a crisis in the workplace, from a company downsizing to the death of an employee. EAPs should be available to coach leadership and provide onsite counseling to help the organization through the crisis.
EAPs offer online and telephonic support to help address daily living issues, such as child care and elder care, as well as the increasingly popular legal and financial services.
Promotion of Services:
EAPs should be promoted monthly to employees through flyers, webinars, or newsletters. In addition, print materials such as brochures should be available for distribution, and orientations should be facilitated to make employees aware of the benefit.
EAPs should provide quarterly utilization reports. Reporting will not breach confidentiality, but instead provide HR and management with overall trends specific to their organization.
EAPs should assign an account manager who proactively reaches out to HR and management and is available to discuss utilization and offer customized solutions to address each workplace’s unique needs.